The Decentralised Execution Manifesto: Acting in a Way to Increase Options
Execution should expand rather than narrow strategic options.
Traditional organisational execution models often prioritise adherence to a predetermined plan over adaptability. While planning is essential, rigid execution frameworks can become a strategic liability in complex, fast changing environments.
Organisations that fixate on minimising deviation from a predefined path inadvertently reduce their capacity to respond effectively to emerging challenges and opportunities.
This manifesto proposes a shift toward decentralised execution, a model in which execution expands rather than narrows strategic options. We will reference self-determination theory, the principles of mission command, and systems thinking (specifically the Viable Systems Model). This approach fosters organisational agility, resilience, and adaptability.
The Decentralised Execution Manifesto
Execution should not constrain adaptability but instead enhance it. Organisations must move beyond rigid, hierarchical control structures and embrace a model that:
Expand options rather than constrain them. Execution should continuously open new pathways for action, not lock teams into static plans.
Empowers teams closest to the problem. Decision-making authority must reside at the edge, where insight is richest and response times are fastest.
Aligns motivation with autonomy. People perform at their best when they have control over their actions, mastery of their craft, and a shared purpose.
Replaces control with clarity. Strategic intent must be crystal clear, allowing teams to operate autonomously while maintaining coherence.
Balances adaptability with coordination. A decentralised system does not mean chaos. It requires intelligent structures that integrate autonomy with cohesion.
Harnesses real-time feedback loops. Continuous learning and adaptation must replace rigid, top-down reporting structures.
Encourages disciplined initiative. Individuals must be trusted to act in the organisation's best interests without waiting for permission.
Accepts prudent risk. The fear of failure cannot dictate execution; calculated risks are essential for innovation and responsiveness.
Sees execution as a living system. Organisations must adopt a systems thinking approach, ensuring execution adapts dynamically to external and internal changes.
The Case for Decentralised Execution
Most organisations operate within strict hierarchical structures where decision-making is centralised, and execution follows a rigid, top-down mandate. However, complexity demands adaptability. Execution should be about setting the conditions to enable freedom of action for those closest to the challenge, which will increase the number of viable options rather than reduce them.
Why Execution Fails
Most strategies are predicated on predictability and stability, which creates an outdated and static approach to execution. This often leads to failure to execute under uncertainty due to excessive rigidity, misaligned incentives, and a lack of situational awareness. Key failure points include:
Over-reliance on hierarchy – Decisions must pass through multiple layers, slowing responsiveness.
Lack of autonomy – Frontline teams, who best understand emerging challenges, lack the authority to act.
Motivational misalignment – Employees become disengaged when their ability to shape execution is limited.
Poor feedback loops – Without real-time insights, organisations struggle to adapt execution in flight.
The Link Between Execution and Motivation
Self-Determination Theory (SDT) explains how autonomy, competence, and relatedness drive motivation. Execution models that limit autonomy and fail to leverage employees' competencies result in disengagement and poor performance. Conversely, decentralised execution enhances motivation by giving individuals the freedom to act while staying connected to a shared strategic intent.
Two key ideas support this shift:
Self-determination theory (SDT) states that people are most effective when they have autonomy, competence, and relatedness. A system designed for decentralised execution must enable individuals and teams to act autonomously while maintaining alignment with organisational intent.
Mission Command – A leadership philosophy that empowers subordinates with decision-making authority within a clearly defined intent, ensuring agility without sacrificing coherence.
The Mission Command Model for Decentralised Execution
Mission Command is a philosophy originating in military doctrine that provides a practical approach to decentralised decision-making in dynamic environments.
Its key principles include:
Clear Intent – Leaders define what needs to be achieved and why, but not how.
Mutual Trust – Execution depends on empowered teams aligning with strategic objectives.
Disciplined Initiative – Individuals at all levels take action within their authority to maintain momentum.
Mission Orders – Instructions focus on outcomes, not processes.
Prudent Risk Acceptance – Risk is inherent to adaptation; it must be managed, not avoided.
Bridging Military Doctrine and Business Strategy
The core principles of mission command align closely with modern business needs for agile execution. Organisations that empower teams to operate within clear strategic intent rather than rigid plans outperform competitors in rapidly changing environments.
Systems Thinking and the Viable System Model (VSM)
While mission command provides a leadership philosophy, organisations need a structural model to support decentralised execution. Stafford Beer's Viable System Model (VSM) offers a cybernetic approach to managing complexity.
VSM identifies five key subsystems essential for a viable, adaptable organisation:
Operations (System 1) – Where execution happens, teams are responsible for delivering outcomes.
Coordination (System 2) – Ensures teams operate harmoniously without unnecessary bureaucracy.
Control (System 3) – Allocates resources and ensures operational effectiveness.
Intelligence (System 4) – Gathers and analyses external information for strategic adaptation.
Policy (System 5) – Provides overarching strategic guidance and purpose.
The Framework for Decentralised Execution
1. Define Intent, Not Instructions
We must move from prescriptive execution plans to intent based execution. Leaders must clarify the intent, priorities, and constraints and enable teams to determine how to achieve outcomes.
2. Push Decision Making to those closest to the context
Decision-making authority must be given to those closest to the execution environment. Organisations must ensure that those making the decisions have the skills, clearly understood intent, constraints, context, and trust to act independently.
3. Strengthen Feedback Loops
Enable teams to continuously reassess and refine their approach through real-time feedback rather than waiting for top-down direction. Measures that focus on expected outcomes must be understood.
4. Build Structural Resilience
Use the Viable System Model to ensure decentralised decision-making doesn't lead to chaos. Balance autonomy (System 1) with coordination (System 2) and strategic intelligence (System 4).
5. Reward Initiative and Learning
Organisations must shift performance metrics to reward adaptability and initiative rather than just compliance.
Decentralised execution is not just about speed. It's about sustaining adaptability in the face of complexity.
Organisations that rigidly adhere to predefined execution plans risk strategic stagnation. By shifting toward decentralised execution, guided by mission command principles and supported by systems thinking (VSM), organisations can increase their optionality in execution.
This is not about abandoning planning but redefining execution as an adaptive learning process that continuously expands an organisation's strategic options rather than reducing them.
